In the 1980s, research conducted by the Organization and Strategic Information Service revealed that proper HR policies and procedures played a significant role in boosting the overall success of a business. Ronald L. Adler, a member of the Society for Human Resource Management Employment Committee recommends that the HR policies and procedures of an organization should include employment and work policies, work schedules, guidelines on performance evaluations and information on remuneration and employee benefits.

Organizational Structure

HR policies and procedures provide guidelines on employer-employee relationships, which impart information on acceptable norms of behavior, work schedules, health and safety measures, employment laws, conflict resolution and disciplinary measures. Policies on the rights, duties and responsibilities of employees create a suitable working environment and promote healthy workplace relationships. The distribution of policies and procedures to employees reduces the instances where management sends memos and notices on matters relating to employee issues.

Legal Issues

HR policies and procedures that comply with relevant laws and regulations protect an organization from incurring corporate liability and employee lawsuits. Clearly written HR policies and procedures provide guidelines to employees regarding their rights and responsibilities. For example, employees are informed of relevant laws prohibiting discriminatory practices in the workplace as provided in Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, Title II of the Genetic Information Nondiscrimination Act, and Title I and Title V of the Americans with Disabilities Act.

Supervision Guide

HR policies and procedures provide reference material for supervisors in relation to employment matters in the organization, which streamlines the workflow in an organization. For example, a supervisor knows the scope of his authority and can guide new and existing employees if any queries arise in the course of their employment. HR managers and specialists apply policies and procedures to maintain discipline in the workplace. The procedures prescribed for disciplinary actions prevent the administration from facing accusations of bias.

Consistency

HR policies and procedures assist an organization in establishing and maintaining consistent practices in the workplace. Capricious changes in employee matters such as benefits, schedules and responsibilities create the risk of making employees dissatisfied and may lead to conflicts among the employees. Consistent application of the policies and procedures articulates the principles of the organization to the employees and other stakeholders.

About the Author

Based in Ontario, Gary White has been writing business-related articles since 2008. He has worked for “The Bank of Canada” as an economic analyst, and currently works for Link Networking Communications Inc. as an editor. Gray is a graduate in Business Administration(Economics) from the University of Toronto.